A Dual Model of Leadership and Hierarchy: Evolutionary Synthesis

Prestige bias in cultural evolutionary dynamics

If the traits of more successful individuals are more likely to be adopted, the resulting cultural transmission is described as success biased. In contrast, if the traits of 'prestigious' individuals-those who have already been copied many times-are more likely to be adopted, this is described as prestige-biased cultural transmission. In this case, prestige can be a convenient proxy for success. However, it is unclear how success and prestige biases interact to determine the outcome of cultural evolutionary dynamics. Here, we aim to clarify this using mathematical analysis and stochastic simulations. We find analytic approximations to the stochastic role-model choice process that facilitate the mathematical analysis and reduce the computational complexity of simulations. Approximations are given to the fixation probability and the fixation time of an invading cultural trait in different environments. Our results show that success bias effectively plays the role of natural selection, whereas prestige bias effectively plays the role of genetic drift. Prestige bias, which may be strong in highly social communities, also accelerates the evolutionary dynamics, as expected in a rich-get-richer process. These results signify a step forward in understanding how different cultural transmission biases interact.

The influence of President Trump's micro-expressions during his COVID-19 national address on viewers' emotional response

This preregistered study replicates and extends studies concerning emotional response to wartime rally speeches and applies it to U.S. President Donald Trump's first national address regarding the COVID-19 pandemic on March 11, 2020. We experimentally test the effect of a micro-expression (ME) by Trump associated with appraised threat on change in participant self-reported distress, sadness, anger, affinity, and reassurance while controlling for followership. We find that polarization is perpetuated in emotional response to the address which focused on portraying the COVID-19 threat as being of Chinese provenance. We also find a significant, albeit slight, effect by Trump's ME on self-reported sadness, suggesting that this facial behavior served did not diminish his speech, instead serving as a form of nonverbal punctuation. Further exploration of participant response using the Linguistic Inventory and Word Count software reinforces and extends these findings.

Social bonding in groups of humans selectively increases inter-status information exchange and prefrontal neural synchronization

Social groups in various social species are organized with hierarchical structures that shape group dynamics and the nature of within-group interactions. In-group social bonding, exemplified by grooming behaviors among animals and collective rituals and team-building activities in human societies, is recognized as a practical adaptive strategy to foster group harmony and stabilize hierarchical structures in both human and nonhuman animal groups. However, the neurocognitive mechanisms underlying the effects of social bonding on hierarchical groups remain largely unexplored. Here, we conducted simultaneous neural recordings on human participants engaged in-group communications within small hierarchical groups (n = 528, organized into 176 three-person groups) to investigate how social bonding influenced hierarchical interactions and neural synchronizations. We differentiated interpersonal interactions between individuals of different (inter-status) or same (intra-status) social status and observed distinct effects of social bonding on inter-status and intra-status interactions. Specifically, social bonding selectively increased frequent and rapid information exchange and prefrontal neural synchronization for inter-status dyads but not intra-status dyads. Furthermore, social bonding facilitated unidirectional neural alignment from group leader to followers, enabling group leaders to predictively align their prefrontal activity with that of followers. These findings provide insights into how social bonding influences hierarchical dynamics and neural synchronization while highlighting the role of social status in shaping the strength and nature of social bonding experiences in human groups.

Self- and Other-Orientation in High Rank: A Cultural Psychological Approach to Social Hierarchy

PUBLIC ABSTRACT

Social hierarchy is one fundamental aspect of human life, structuring interactions in families, teams, and entire societies. In this review, we put forward a new theory about how social hierarchy is shaped by the wider societal contexts (i.e., cultures). Comparing East Asian and Western cultural contexts, we show how culture comprises societal beliefs about who can raise to high rank (e.g., become a leader), shapes interactions between high- and low-ranking individuals (e.g., in a team), and influences human thought and behavior in social hierarchies. Overall, we find cultural similarities, in that high-ranking individuals are agentic and self-oriented in both cultural contexts. But we also find important cross-cultural differences. In East Asian cultural contexts, high-ranking individuals are also other oriented; they are also concerned about the people around them and their relationships. We close with a call to action, suggesting studying social hierarchies in more diverse cultural contexts.

Lifting Me Up or Tearing You Down? The Role of Prestige and Dominance in Benign Versus Malicious Envy

Dominance and prestige are two strategies people use to regulate their social rank within group hierarchies. Despite a growing literature on dominance- and prestige-oriented leaders, little is known about how those strategies operate among people lower in social rank. Four studies tested the hypothesis that, among subordinates, dominance and prestige are associated with high levels of malicious and benign envy, respectively. Individual differences in prestige were positively and independently associated with benign envy, and negatively associated with malicious envy. Individual differences in dominance were positively and independently associated with both malicious and benign envy. Two experiments demonstrated that activating a prestige-oriented mindset (relative to a dominance-oriented mindset) caused people to display higher levels of benign envy. No experimental effects on malicious envy were observed. Theories of prestige and dominance provide a useful framework for understanding ways in which subordinate group members strive for high social rank.

Leader-follower behavioural coordination and neural synchronization during intergroup conflict

Leaders can launch hostile attacks on out-groups and organize in-group defence. Whether groups settle the conflict in their favour depends, however, on whether followers align with leader's initiatives. Yet how leader and followers coordinate during intergroup conflict remains unknown. Participants in small groups elected a leader and made costly contributions to intergroup conflict while dorsolateral prefrontal cortex (DLPFC) activity was simultaneously measured. Leaders were more sacrificial and their contribution influenced group survival to a greater extent during in-group defence than during out-group attacks. Leaders also had increased DLPFC activity when defending in-group, which predicted their comparatively strong contribution to conflict; followers reciprocated their leader's initiatives the more their DLPFC activity synchronized with that of their leader. When launching attacks, however, leaders and followers aligned poorly at behavioural and neural levels, which explained why out-group attacks often failed. Our results provide a neurobehavioural account of leader-follower coordination during intergroup conflict and reveal leader-follower behavioural/neural alignment as pivotal for groups settling conflicts in their favour.

Endocannabinoid system and aggression across animal species

This narrative review article summarizes the current state of knowledge regarding the relationship between the endocannabinoid system (ECS) and aggression across multiple vertebrate species. Experimental evidence indicates that acute administration of phytocannabinoids, synthetic cannabinoids, and the pharmacological enhancement of endocannabinoid signaling decreases aggressive behavior in several animal models. However, research on the chronic effects of cannabinoids on animal aggression has yielded inconsistent findings, indicating a need for further investigation. Cannabinoid receptors, particularly cannabinoid receptor type 1, appear to be an important part of the endogenous mechanism involved in the dampening of aggressive behavior. Overall, this review underscores the importance of the ECS in regulating aggressive behavior and provides a foundation for future research in this area.

Emotion Regulation Strategies in Educational, Work and Sport Contexts: An Approach in Five Countries

One of the greatest challenges in the domain of emotional regulation is comprehending the functionality of strategies and their utilization in various social contexts. In this sense, this study analyzes differences in the use and efficacy of regulation strategies, particularly of interpersonal strategies like altruism, social support, negotiation, mediation, regulation, and rituals, in samples of workers (N = 687) and students (N = 959) from Brazil, Chile, Cuba, Spain, and Uruguay, and athletes (N =144) from Spain. Participants answered questions pertaining to measures of affect or emotional regulation (MARS and ERQ self-regulation scales and EROS heteroregulation), as well as questions of a wellbeing scale (PHI) and questions related to emotional creativity (ECI), humor styles (HSQ), and adjustment to stress. Athletes reported less emotional discharge, use of humor, and affection, and greater confrontation and use of rituals than students and workers. A congruent relationship was found between the use of functional strategies (like direct coping, distraction, reevaluation, and active physiological regulation) and adjustment to stress, well-being, and creativity. Seeking social support, negotiation, and, to an extent, altruism, confirmed their predicted adaptive character. Mediation and delegation did not confirm their predicted adaptive character. Rumination, social comparison, rituals, confrontation, and suppression were maladaptive for workers and students, but the first four strategies were functional for athletes, who display a higher self-control and a more team-oriented and competitive emotional culture. Finally, the results show that adaptive regulation strategies mediate the relationship between well-being and adjustment to stress.

Mechanisms of equality and inequality in mammalian societies

The extent of (in)equality is highly diverse across species of social mammals, but we have a poor understanding of the factors that produce or inhibit equitable social organizations. Here, we adopt a comparative evolutionary perspective to test whether the evolution of social dominance hierarchies, a measure of social inequality in animals, exhibits phylogenetic conservatism and whether interspecific variation in these traits can be explained by sex, age or captivity. We find that hierarchy steepness and directional consistency evolve rapidly without any apparent constraint from evolutionary history. Given this extraordinary variability, we next consider multiple factors that have evolved to mitigate social inequality. Social networks, coalitionary support and knowledge transfer advantage to privilege some individuals over others. Nutritional access and prenatal stressors can impact the development of offspring, generating health disparities with intergenerational consequences. Intergenerational transfer of material resources (e.g. stone tools, food stashes, territories) advantage those who receive. Nonetheless, many of the same social species that experience unequal access to food (survival) and mates (reproduction) engage in levelling mechanisms such as food sharing, adoption, revolutionary coalitions, forgiveness and inequity aversion. Taken together, mammals rely upon a suite of mechanisms of (in)equality to balance the costs and benefits of group living. This article is part of the theme issue 'Evolutionary ecology of inequality'.

Women have leadership advantages - on why that matters and how it may help us

OBJECTIVE

Diversity in the workforce is a recognised component of highly functioning teams but remains aspirational in the Australian mental health context. There continue to be significant obstacles to true workforce diversity. The objective of this paper is to outline some of the skills and advantages women in established leadership roles have by dint of their lived workforce experience and how these skills may inform leadership approaches and capacity building potential for the benefit of the system.

CONCLUSIONS

Leaders must synthesise, capacity build, maintain a systems and future focus and hold a vision to harness the skills of others. This paper outlines why women may have some unique capabilities as a consequence of a gender socialised world and describes approaches that contribute to cohesive, diverse and engaged teams.

Life History Strategies, Prestige, and Dominance: An Evolutionary Developmental View of Social Hierarchy

Although evidence documents the use of prestige and dominance for navigating group hierarchies, little is known about factors that explain people's orientation toward prestige versus dominance. The current research applied a life history perspective to assess the role life history strategies play in prestige and dominance. Four studies document associations between adopting a slow life history strategy and having an orientation toward prestige. We also saw some (less consistent) evidence that people's orientation toward prestige is rooted in exposure to predictable childhood environments, a known antecedent of slow life history strategies. Although we observed some evidence that exposure to unpredictable childhood environments was associated with dominance, there was little direct evidence that this relationship was explained by a fast life history strategy. Findings suggest that an orientation toward prestige is likely to be observed in people with a slow life history, who adopt a long-term time horizon for planning and decision-making.

ERPs responses to dominance features from human faces

Social dominance is an important feature of social life. Dominance has been proposed to be one of two trait dimensions underpinning social judgments of human faces. Yet, the neural bases of the ability to identify different dominance levels in others based on intrinsically facial cues remains poorly understood. Here, we used event-related potentials to determine the temporal dynamics of facial dominance evaluation based on facial features signaling physical strength/weakness in humans. Twenty-seven participants performed a dominance perception task where they passively viewed faces with different dominance levels. Dominance levels did not modulate an early component of face processing, known as the N170 component, but did modulate the late positive potential (LPP) component. These findings indicate that participants inferred dominance levels at a late stage of face evaluation. Furthermore, the highest level of dominant faces and the lowest level of submissive faces both elicited higher LPP amplitudes than faces with a neutral dominance level. Taken together, the present study provides new insights regarding the dynamics of the neurocognitive processes underlying facial dominance evaluation.

A contingency model of the dominance route to influence in work teams: The moderating role of team competition

This paper presents a contingency model on the effectiveness of dominance as a route to influence in organizational work teams. In a field study ( n = 397 members from 54 work teams), we observed that perceived intra-team competition represents a key context factor that moderates the relationship between dominance displays and influence attainment. Although dominant members attained more influence than non-dominant members, their influence was proportionally greater when team competition was high, rather than low. A follow-up scenario experiment ( n = 429 participants) confirmed the proposed causal direction of this interaction effect. Moreover, this study showed that normative evaluations of (non-)dominant behavior drive the findings. Dominance displays were considered more appropriate, normal, and functional (i.e., normative) in teams with high competition, whereas non-dominant behavior was seen as more normative in teams where competition was low. Consequently, non-dominant members also gained influence in this last team situation, reducing the relative influence advantage of dominant members. The results support both the functional view and the contextual value perspective on hierarchy formation in teams, and inform organizations about how they can prevent dominance-based influence processes.

Two Routes to Status, One Route to Health: Trait Dominance and Prestige Differentially Associate with Self-reported Stress and Health in Two US University Populations

Objective

Social status has been extensively linked to stress and health outcomes. However, two routes by which status can be earned - dominance and prestige - may not uniformly relate to lower stress and better health because of inherent behavioral and stress-exposure differences in these two routes.

Methods

In one exploratory and two preregistered studies, participants (total N = 978) self-reported their trait dominance and prestige and self-reported several stress and health outcomes.

Results

The meta-effects evident across the three studies indicate that higher trait dominance was associated with worse outcomes - higher stress, poorer physical and mental health, poorer behavioral health, poorer life satisfaction, higher negative affect (range of absolute values of non-zero correlations, |r| = [0.074, 0.315], ps < 0.021) - and higher trait prestige was associated with better outcomes - lower stress, better physical and mental health, better behavioral health, better life satisfaction, higher positive and lower negative mood (|r| = [0.134, 0.478], ps < 0.001). These effects remained evident (with few exceptions) after controlling for socioeconomic status, other status-relevant traits, or self-enhancing motives; associations with behavior relevant to the COVID19 pandemic generally were not robust.

Conclusions

This work indicates that evolved traits related to the preferred route by which status is earned likely impact self-reported stress and health outcomes. Future research is necessary to examine physiological and other objective indicators of stress and health in more diverse populations.

Supplementary Information

The online version contains supplementary material available at 10.1007/s40750-022-00199-3.

Sex bias in intergroup conflict and collective movements among social mammals: male warriors and female guides

Intergroup conflict is a major evolutionary force shaping animal and human societies. Males and females should, on average, experience different costs and benefits for participating in collective action. Specifically, among mammals, male fitness is generally limited by access to mates whereas females are limited by access to food and safety. Here we analyse sex biases among 72 species of group-living mammals in two contexts: intergroup conflict and collective movements. Our comparative phylogenetic analyses show that the modal mammalian pattern is male-biased participation in intergroup conflict and female-biased leadership in collective movements. However, the probability of male-biased participation in intergroup conflicts decreased and female-biased participation increased with female-biased leadership in movements. Thus, female-biased participation in intergroup conflict only emerged in species with female-biased leadership in collective movements, such as in spotted hyenas and some lemurs. Sex differences are probably attributable to costs and benefits of participating in collective movements (e.g. towards food, water, safety) and intergroup conflict (e.g. access to mates or resources, risk of injury). Our comparative review offers new insights into the factors shaping sex bias in leadership across social mammals and is consistent with the 'male warrior hypothesis' which posits evolved sex differences in human intergroup psychology. This article is part of the theme issue 'Intergroup conflict across taxa'.

The eco-evolutionary landscape of power relationships between males and females

In animal societies, control over resources and reproduction is often biased towards one sex. Yet, the ecological and evolutionary underpinnings of male-female power asymmetries remain poorly understood. We outline a comprehensive framework to quantify and predict the dynamics of male-female power relationships within and across mammalian species. We show that male-female power relationships are more nuanced and flexible than previously acknowledged. We then propose that enhanced reproductive control over when and with whom to mate predicts social empowerment across ecological and evolutionary contexts. The framework explains distinct pathways to sex-biased power: coercion and male-biased dimorphism constitute a co-evolutionary highway to male power, whereas female power emerges through multiple physiological, morphological, behavioural, and socioecological pathways.

The ecology of wealth inequality in animal societies

Individuals vary in their access to resources, social connections and phenotypic traits, and a central goal of evolutionary biology is to understand how this variation arises and influences fitness. Parallel research on humans has focused on the causes and consequences of variation in material possessions, opportunity and health. Central to both fields of study is that unequal distribution of wealth is an important component of social structure that drives variation in relevant outcomes. Here, we advance a research framework and agenda for studying wealth inequality within an ecological and evolutionary context. This ecology of inequality approach presents the opportunity to reintegrate key evolutionary concepts as different dimensions of the link between wealth and fitness by (i) developing measures of wealth and inequality as taxonomically broad features of societies, (ii) considering how feedback loops link inequality to individual and societal outcomes, (iii) exploring the ecological and evolutionary underpinnings of what makes some societies more unequal than others, and (iv) studying the long-term dynamics of inequality as a central component of social evolution. We hope that this framework will facilitate a cohesive understanding of inequality as a widespread biological phenomenon and clarify the role of social systems as central to evolutionary biology.

Sex-associated and context-dependent leadership in the rock hyrax

In many mammalian species, both sexes may take leadership role, but different traits may play a role in determining variation within species. Here we examine the effect of sex on leadership. We present three complementary datasets derived from a well-studied population of wild rock hyrax (Procavia capensis). The findings demonstrated that male and female rock hyraxes take on different leadership positions, depending on the context. When risk is moderate, more likely to lead are younger resident males, which experience high cortisol and lower testosterone levels. However, during acute predation scenarios, more likely to lead are males with lower centrality status. We suggest that hyrax males exhibit risky behaviors that may reflect their need for self-advertisement. In contrast, leadership among group females is more equally distributed. Females have little to gain from risky actions due to the lack of competition among them, but nonetheless take leadership positions.

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Different traits play a role in hyrax male and female leaders, in different contexts

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On moderate risk, younger resident males with high cortisol and low testosterone lead

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During predation scenario, lower centrality status males lead

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Among group females, leadership is more equally distributed

Theorizing compassionate leadership from the case of Jacinda Ardern: Legitimacy, paradox and resource conservation

During times of suffering such as that inflicted by the COVID-19 pandemic, compassion expressed by leaders helps to ease distress. Doing so, those in a position to provide resources that might facilitate coping and recovery are attentive to the situations of distress. Despite an abundance of leadership theorizing and models, there still is little academic literature on compassionate leadership. To address this limitation, we present an exploratory case study of New Zealand Prime Minister Jacinda Ardern, someone widely recognized for her compassionate leadership and frequently described in paradoxical terms (e.g. ‘kind and strong’; embodying ‘steel and compassion’). We address her compassionate leadership through the lenses of paradox theory, legitimacy theory and conservation of resources theory. We contribute a heuristic framework that sees various types of legitimacy leveraged synergistically to build resources and alleviate suffering – providing further legitimacy in an upward spiral of compassionate leadership.

The content and structure of reputation domains across human societies: a view from the evolutionary social sciences

Reputations are an essential feature of human sociality and the evolution of cooperation and group living. Much scholarship has focused on reputations, yet typically on a narrow range of domains (e.g. prosociality and aggressiveness), usually in isolation. Humans can develop reputations, however, from any collective information. We conducted exploratory analyses on the content, distribution and structure of reputation domain diversity across cultures, using the Human Relations Area Files ethnographic database. After coding ethnographic texts on reputations from 153 cultures, we used hierarchical modelling, cluster analysis and text analysis to provide an empirical view of reputation domains across societies. Findings suggest: (i) reputational domains vary cross-culturally, yet reputations for cultural conformity, prosociality, social status and neural capital are widespread; (ii) reputation domains are more variable for males than females; and (iii) particular reputation domains are interrelated, demonstrating a structure consistent with dimensions of human uniqueness. We label these features: cultural group unity, dominance, neural capital, sexuality, social and material success and supernatural healing. We highlight the need for future research on the evolution of cooperation and human sociality to consider a wider range of reputation domains, as well as their social, ecological and gender-specific variability. This article is part of the theme issue 'The language of cooperation: reputation and honest signalling'.

An Evolutionary Explanation for the Female Leadership Paradox

Social influence is distributed unequally between males and females in many mammalian societies. In human societies, gender inequality is particularly evident in access to leadership positions. Understanding why women historically and cross-culturally have tended to be under-represented as leaders within human groups and organizations represents a paradox because we lack evidence that women leaders consistently perform worse than men. We also know that women exercise overt influence in collective group-decisions within small-scale human societies, and that female leadership is pervasive in particular contexts across non-human mammalian societies. Here, we offer a transdisciplinary perspective on this female leadership paradox. Synthesis of social science and biological literatures suggests that females and males, on average, differ in why and how they compete for access to political leadership in mixed-gender groups. These differences are influenced by sexual selection and are moderated by socioecological variation across development and, particularly in human societies, by culturally transmitted norms and institutions. The interplay of these forces contributes to the emergence of female leaders within and across species. Furthermore, females may regularly exercise influence on group decisions in less conspicuous ways and different domains than males, and these underappreciated forms of leadership require more study. We offer a comprehensive framework for studying inequality between females and males in access to leadership positions, and we discuss the implications of this approach for understanding the female leadership paradox and for redressing gender inequality in leadership in humans.

Ethnoscientific expertise and knowledge specialisation in 55 traditional cultures

People everywhere acquire high levels of conceptual knowledge about their social and natural worlds, which we refer to as ethnoscientific expertise. Evolutionary explanations for expertise are still widely debated. We analysed ethnographic text records (N = 547) describing ethnoscientific expertise among 55 cultures in the Human Relations Area Files to investigate the mutually compatible roles of collaboration, proprietary knowledge, cultural transmission, honest signalling, and mate provisioning. We found relatively high levels of evidence for collaboration, proprietary knowledge, and cultural transmission, and lower levels of evidence for honest signalling and mate provisioning. In our exploratory analyses, we found that whether expertise involved proprietary vs. transmitted knowledge depended on the domain of expertise. Specifically, medicinal knowledge was positively associated with secretive and specialised knowledge for resolving uncommon and serious problems, i.e. proprietary knowledge. Motor skill-related expertise, such as subsistence and technological skills, was positively associated with broadly competent and generous teachers, i.e. cultural transmission. We also found that collaborative expertise was central to both of these models, and was generally important across different knowledge and skill domains.

The bullies are the leaders of the next generation: Inherited aminergic neurotransmitter system changes in socially dominant zebrafish, Danio rerio

We studied the social hierarchy in zebrafish and assessed differences in neurotransmitters and behavior in the F1 generation offspring of dominant and subordinate zebrafish (Danio rerio). We used behavioral assays to study locomotion, ability to complete cognitive tasks, social interaction and aggression. To study the neurochemical changes, we applied quantitative polymerase chain reaction, high pressure liquid chromatography and immunohistochemistry. Social hierarchies were formed both by males and females when animals were kept in same sex pairs in the dyadic dominant-subordinate hierarchy test. The offspring of dominant animals were the leaders in social interactions, however aggression in the mirror-test was not altered in any group. Serotonin and noradrenaline levels were lower in the F1 generation subordinate animals when compared with dominant animals, but not compared with animals that were naïve to social hierarchy. The mRNA level of the rate-limiting enzyme in histamine synthesis, histidine decarboxylase, was significantly lower in dominant and subordinate larval zebrafish when compared with control animals. In the dominant adult zebrafish tyrosine hydroxylase 1 mRNA level was lower compared with control animals, whereas tyrosine hydroxylase 2 mRNA was not different. The result was verified with immunohistochemistry. There were gender specific differences between the dominant and subordinate animals, where the dominant females performed better in cognitive tasks such as the T-maze than subordinate females. This was not observed in males, as the behavior of the dominant and subordinate males did not differ. These results add to the understanding of the plastic nature of the central nervous system and show that neurochemical features in aminergic neurotransmitter systems are associated with social leadership and dominance.

When do people prefer dominant over prestigious political leaders?

Previous research has sought to explain the rise of right-wing populist leaders in terms of the evolutionary framework of dominance and prestige. In this framework, dominance is defined as high social rank acquired via coercion and fear, and prestige is defined as high social rank acquired via competence and admiration. Previous studies have shown that right-wing populist leaders are rated as more dominant than non-populist leaders, and right-wing populist/dominant leaders are favoured in times of economic uncertainty and intergroup conflict. In this paper, we explore and critique this application of dominance-prestige to politics. First, we argue that the dominance-prestige framework, originally developed to explain inter-personal relationships within small-scale societies characterised by face-to-face interaction, does not straightforwardly extend to large-scale democratic societies which have frequent anonymous interaction and complex ingroup-outgroup dynamics. Second, we show that economic uncertainty and intergroup conflict predict a preference not only for dominant leaders, but also for prestigious leaders. Third, we show that perceptions of leaders as dominant or prestigious are not fixed, and depend on the political ideology of the perceiver: people view leaders who share their ideology as prestigious, and those who oppose their ideology as dominant, whether that ideology is liberal or conservative. Fourth, we show that political ideology is a stronger predictor than economic uncertainty of preference for Donald Trump vs Hillary Clinton in the 2016 US Presidential Election, contradicting previous findings that link Trump's success to economic uncertainty. We conclude by suggesting that, if economic uncertainty does not directly affect preferences for right-wing populist leaders, other features of their discourse such as higher emotionality might explain their success.